Transcript Performance Appraisals How to Conduct Effectively

How to Conduct Effective
Performance Reviews
Session Objectives
• You will be able to:
– Identify the importance and benefits of Performance
Reviews
– Assess and prepare necessary documentation
– Set motivational performance goals
– Plan for effective appraisal interviews
– Conduct fair and beneficial reviews
– Avoid discrimination charges
Session Outline
– Importance and benefits of reviews
– Avoiding discrimination
– Measuring and documenting performance
– Setting performance goals
– Preparing for and conducting performance
reviews
– Dealing with different levels of
performance
Why Reviews Are
Important
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Recognize accomplishments
Guide progress
Improve performance
Review performance
Set goals
Identify problems
Discuss career advancement
Performance
Review Benefits
• Reviews offer the
company:
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Documentation
Employee development
Feedback
Legal protection
Motivation system
Performance
Review Benefits
(cont.)
• Reviews offer
employees:
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Direction
Feedback
Input
Motivation
Reviews and
Discrimination
– Title VII
– ADA
– Other fair
employment
laws
Discrimination
(cont.)
– Failure to communicate standards
– Failure to give timely feedback
– Failure to allow employees to correct
performance
– Inconsistency in measuring performance
– Failure to document performance objectively
Performance
Review Background
– Questions?
Performance
Review Forms
– Define performance expectations
– Describe measurement tools
– Use a rating system
– Cover specific examples
– Set measurable goals
Measure
Performance
• Measurement
systems need to
be:
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Specific
Fair
Consistent
Clear
Useful
Measure
Performance (cont.)
• Systems can be:
– Numerical
– Textual
– Management by
Objective (MBO)
– Behavior oriented
Document
Performance
– Make sure documentation is objective
– Document performance of all employees
– Provide complete and accurate information
– Document performance on a regular basis
Set Goals
– Based on job
requirements
– Realistic
– Measurable
– Observable
– Challenging
– Prioritized
Employee Input
– Employees take an
active role:
• Setting goals
• Designing action plans
• Identifying strengths
and weaknesses
– Employees participate
in the performance
review meeting
Preparation
• Employees:
– Review performance
– Think about new goals
• Supervisors:
– Review performance
– Complete written appraisal
– Think about new goals
– Schedule time and place
Start the Meeting
– Lay out agenda
– Encourage input
– Give good news first
– Discuss impact on compensation
Presentation Tips
– Focus on job
performance
– Give objective
examples
– Invite responses
– Listen actively
– Create “we” mentality
During the Meeting
• Review performance:
– Based on previous goals
– Discuss strengths and
accomplishments
– Identify areas for
improvement
• Set goals:
– Based on company goals
– Build on areas that need
improvement
End the Meeting
– Encourage good
performance
– Lay out action plan
– Communicate
outcome of goals
not met
– Confirm
understanding
Review Process
– Questions?
Continuous
Feedback
– Formal reviews
– Informal reviews
– Open
communication
Recognize Good
Performance
– Verbal
– Public
– Tangible
– Monetary
Identify Poor
Performance
– Act early
– Take the right
approach
– Deal with employee
reaction
– Handle continued
poor performance
Discipline Poor
Performance
– Recognize problems
– Talk with employee
– Follow company policy
Handle Hard
Cases
– Reviewing highly
emotional employees
– Rating former peers
Key Points to
Remember
– You must conduct objective reviews on a
scheduled basis
– Reviews tell employees how they’re doing
and how they can improve
– Reviews help create a system of motivation
and rewards based on performance
Question &
Answer Session
Thank You for Participating!
If you have further questions, please contact:
Elaine Johnson, HR Director 949-862-6563
Tania Torres, HR Director 949-862-6564